JOB ANALYSIS 
269 
the making of requisitions. The employment office re 
ceiving a requisition can find in its own records what the 
proper specifications are and select its men accordingly. 
To be sure, it will not always be necessary for the em 
ployment interviewer to refer to these specifications. One 
of the virtues of such a standard practice is that it facil 
itates routine and soon becomes unobtrusive. However, 
it will remain a source of information which can be 
referred to whenever the need arises, or whenever a new 
interviewer is being initiated into the work. 
This chapter began with the statement that job analysis 
is as important as character analysis. Now that this 
statement has been amplified and a practical outline of 
such an analysis been given, we may point out one of the 
queer anomalies of employment work. Whenever an 
applicant applies for a job he is requested to fill out an 
application blank. This has been the custom for many 
years, and serves as the basis, to a greater or lesser extent, 
upon which the applicant is hired. Now, if it is necessary 
for the applicant to give his own specifications, why should 
it not be necessary for the job to give its specifications? 
In order to bring together the right worker and the right 
job, it is just as necessary to have an application or set of 
specifications concerning the job as it is concerning the 
worker. One is of little value without the other. If the 
analysis is conducted as outlined, the employment of 
fice will be provided with a set of standard job specifica 
tions to which requisitions from the shops can refer. The 
application of the worker and the job application can then 
be fitted together in such a way as to produce the best re 
sults. Only when the man applies for the job and the 
job for the man, will there result the best union between 
them.